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#437373 Microsoft’s New Deepfake Detector Puts ...
The upcoming US presidential election seems set to be something of a mess—to put it lightly. Covid-19 will likely deter millions from voting in person, and mail-in voting isn’t shaping up to be much more promising. This all comes at a time when political tensions are running higher than they have in decades, issues that shouldn’t be political (like mask-wearing) have become highly politicized, and Americans are dramatically divided along party lines.
So the last thing we need right now is yet another wrench in the spokes of democracy, in the form of disinformation; we all saw how that played out in 2016, and it wasn’t pretty. For the record, disinformation purposely misleads people, while misinformation is simply inaccurate, but without malicious intent. While there’s not a ton tech can do to make people feel safe at crowded polling stations or up the Postal Service’s budget, tech can help with disinformation, and Microsoft is trying to do so.
On Tuesday the company released two new tools designed to combat disinformation, described in a blog post by VP of Customer Security and Trust Tom Burt and Chief Scientific Officer Eric Horvitz.
The first is Microsoft Video Authenticator, which is made to detect deepfakes. In case you’re not familiar with this wicked byproduct of AI progress, “deepfakes” refers to audio or visual files made using artificial intelligence that can manipulate peoples’ voices or likenesses to make it look like they said things they didn’t. Editing a video to string together words and form a sentence someone didn’t say doesn’t count as a deepfake; though there’s manipulation involved, you don’t need a neural network and you’re not generating any original content or footage.
The Authenticator analyzes videos or images and tells users the percentage chance that they’ve been artificially manipulated. For videos, the tool can even analyze individual frames in real time.
Deepfake videos are made by feeding hundreds of hours of video of someone into a neural network, “teaching” the network the minutiae of the person’s voice, pronunciation, mannerisms, gestures, etc. It’s like when you do an imitation of your annoying coworker from accounting, complete with mimicking the way he makes every sentence sound like a question and his eyes widen when he talks about complex spreadsheets. You’ve spent hours—no, months—in his presence and have his personality quirks down pat. An AI algorithm that produces deepfakes needs to learn those same quirks, and more, about whoever the creator’s target is.
Given enough real information and examples, the algorithm can then generate its own fake footage, with deepfake creators using computer graphics and manually tweaking the output to make it as realistic as possible.
The scariest part? To make a deepfake, you don’t need a fancy computer or even a ton of knowledge about software. There are open-source programs people can access for free online, and as far as finding video footage of famous people—well, we’ve got YouTube to thank for how easy that is.
Microsoft’s Video Authenticator can detect the blending boundary of a deepfake and subtle fading or greyscale elements that the human eye may not be able to see.
In the blog post, Burt and Horvitz point out that as time goes by, deepfakes are only going to get better and become harder to detect; after all, they’re generated by neural networks that are continuously learning from and improving themselves.
Microsoft’s counter-tactic is to come in from the opposite angle, that is, being able to confirm beyond doubt that a video, image, or piece of news is real (I mean, can McDonald’s fries cure baldness? Did a seal slap a kayaker in the face with an octopus? Never has it been so imperative that the world know the truth).
A tool built into Microsoft Azure, the company’s cloud computing service, lets content producers add digital hashes and certificates to their content, and a reader (which can be used as a browser extension) checks the certificates and matches the hashes to indicate the content is authentic.
Finally, Microsoft also launched an interactive “Spot the Deepfake” quiz it developed in collaboration with the University of Washington’s Center for an Informed Public, deepfake detection company Sensity, and USA Today. The quiz is intended to help people “learn about synthetic media, develop critical media literacy skills, and gain awareness of the impact of synthetic media on democracy.”
The impact Microsoft’s new tools will have remains to be seen—but hey, we’re glad they’re trying. And they’re not alone; Facebook, Twitter, and YouTube have all taken steps to ban and remove deepfakes from their sites. The AI Foundation’s Reality Defender uses synthetic media detection algorithms to identify fake content. There’s even a coalition of big tech companies teaming up to try to fight election interference.
One thing is for sure: between a global pandemic, widespread protests and riots, mass unemployment, a hobbled economy, and the disinformation that’s remained rife through it all, we’re going to need all the help we can get to make it through not just the election, but the rest of the conga-line-of-catastrophes year that is 2020.
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Posted in Human Robots
#437357 Algorithms Workers Can’t See Are ...
“I’m sorry, Dave. I’m afraid I can’t do that.” HAL’s cold, if polite, refusal to open the pod bay doors in 2001: A Space Odyssey has become a defining warning about putting too much trust in artificial intelligence, particularly if you work in space.
In the movies, when a machine decides to be the boss (or humans let it) things go wrong. Yet despite myriad dystopian warnings, control by machines is fast becoming our reality.
Algorithms—sets of instructions to solve a problem or complete a task—now drive everything from browser search results to better medical care.
They are helping design buildings. They are speeding up trading on financial markets, making and losing fortunes in micro-seconds. They are calculating the most efficient routes for delivery drivers.
In the workplace, self-learning algorithmic computer systems are being introduced by companies to assist in areas such as hiring, setting tasks, measuring productivity, evaluating performance, and even terminating employment: “I’m sorry, Dave. I’m afraid you are being made redundant.”
Giving self‐learning algorithms the responsibility to make and execute decisions affecting workers is called “algorithmic management.” It carries a host of risks in depersonalizing management systems and entrenching pre-existing biases.
At an even deeper level, perhaps, algorithmic management entrenches a power imbalance between management and worker. Algorithms are closely guarded secrets. Their decision-making processes are hidden. It’s a black-box: perhaps you have some understanding of the data that went in, and you see the result that comes out, but you have no idea of what goes on in between.
Algorithms at Work
Here are a few examples of algorithms already at work.
At Amazon’s fulfillment center in south-east Melbourne, they set the pace for “pickers,” who have timers on their scanners showing how long they have to find the next item. As soon as they scan that item, the timer resets for the next. All at a “not quite walking, not quite running” speed.
Or how about AI determining your success in a job interview? More than 700 companies have trialed such technology. US developer HireVue says its software speeds up the hiring process by 90 percent by having applicants answer identical questions and then scoring them according to language, tone, and facial expressions.
Granted, human assessments during job interviews are notoriously flawed. Algorithms,however, can also be biased. The classic example is the COMPAS software used by US judges, probation, and parole officers to rate a person’s risk of re-offending. In 2016 a ProPublica investigation showed the algorithm was heavily discriminatory, incorrectly classifying black subjects as higher risk 45 percent of the time, compared with 23 percent for white subjects.
How Gig Workers Cope
Algorithms do what their code tells them to do. The problem is this code is rarely available. This makes them difficult to scrutinize, or even understand.
Nowhere is this more evident than in the gig economy. Uber, Lyft, Deliveroo, and other platforms could not exist without algorithms allocating, monitoring, evaluating, and rewarding work.
Over the past year Uber Eats’ bicycle couriers and drivers, for instance, have blamed unexplained changes to the algorithm for slashing their jobs, and incomes.
Rider’s can’t be 100 percent sure it was all down to the algorithm. But that’s part of the problem. The fact those who depend on the algorithm don’t know one way or the other has a powerful influence on them.
This is a key result from our interviews with 58 food-delivery couriers. Most knew their jobs were allocated by an algorithm (via an app). They knew the app collected data. What they didn’t know was how data was used to award them work.
In response, they developed a range of strategies (or guessed how) to “win” more jobs, such as accepting gigs as quickly as possible and waiting in “magic” locations. Ironically, these attempts to please the algorithm often meant losing the very flexibility that was one of the attractions of gig work.
The information asymmetry created by algorithmic management has two profound effects. First, it threatens to entrench systemic biases, the type of discrimination hidden within the COMPAS algorithm for years. Second, it compounds the power imbalance between management and worker.
Our data also confirmed others’ findings that it is almost impossible to complain about the decisions of the algorithm. Workers often do not know the exact basis of those decisions, and there’s no one to complain to anyway. When Uber Eats bicycle couriers asked for reasons about their plummeting income, for example, responses from the company advised them “we have no manual control over how many deliveries you receive.”
Broader Lessons
When algorithmic management operates as a “black box” one of the consequences is that it is can become an indirect control mechanism. Thus far under-appreciated by Australian regulators, this control mechanism has enabled platforms to mobilize a reliable and scalable workforce while avoiding employer responsibilities.
“The absence of concrete evidence about how the algorithms operate”, the Victorian government’s inquiry into the “on-demand” workforce notes in its report, “makes it hard for a driver or rider to complain if they feel disadvantaged by one.”
The report, published in June, also found it is “hard to confirm if concern over algorithm transparency is real.”
But it is precisely the fact it is hard to confirm that’s the problem. How can we start to even identify, let alone resolve, issues like algorithmic management?
Fair conduct standards to ensure transparency and accountability are a start. One example is the Fair Work initiative, led by the Oxford Internet Institute. The initiative is bringing together researchers with platforms, workers, unions, and regulators to develop global principles for work in the platform economy. This includes “fair management,” which focuses on how transparent the results and outcomes of algorithms are for workers.
Understandings about impact of algorithms on all forms of work is still in its infancy. It demands greater scrutiny and research. Without human oversight based on agreed principles we risk inviting HAL into our workplaces.
This article is republished from The Conversation under a Creative Commons license. Read the original article.
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Posted in Human Robots
#437301 The Global Work Crisis: Automation, the ...
The alarm bell rings. You open your eyes, come to your senses, and slide from dream state to consciousness. You hit the snooze button, and eventually crawl out of bed to the start of yet another working day.
This daily narrative is experienced by billions of people all over the world. We work, we eat, we sleep, and we repeat. As our lives pass day by day, the beating drums of the weekly routine take over and years pass until we reach our goal of retirement.
A Crisis of Work
We repeat the routine so that we can pay our bills, set our kids up for success, and provide for our families. And after a while, we start to forget what we would do with our lives if we didn’t have to go back to work.
In the end, we look back at our careers and reflect on what we’ve achieved. It may have been the hundreds of human interactions we’ve had; the thousands of emails read and replied to; the millions of minutes of physical labor—all to keep the global economy ticking along.
According to Gallup’s World Poll, only 15 percent of people worldwide are actually engaged with their jobs. The current state of “work” is not working for most people. In fact, it seems we as a species are trapped by a global work crisis, which condemns people to cast away their time just to get by in their day-to-day lives.
Technologies like artificial intelligence and automation may help relieve the work burdens of millions of people—but to benefit from their impact, we need to start changing our social structures and the way we think about work now.
The Specter of Automation
Automation has been ongoing since the Industrial Revolution. In recent decades it has taken on a more elegant guise, first with physical robots in production plants, and more recently with software automation entering most offices.
The driving goal behind much of this automation has always been productivity and hence, profits: technology that can act as a multiplier on what a single human can achieve in a day is of huge value to any company. Powered by this strong financial incentive, the quest for automation is growing ever more pervasive.
But if automation accelerates or even continues at its current pace and there aren’t strong social safety nets in place to catch the people who are negatively impacted (such as by losing their jobs), there could be a host of knock-on effects, including more concentrated wealth among a shrinking elite, more strain on government social support, an increase in depression and drug dependence, and even violent social unrest.
It seems as though we are rushing headlong into a major crisis, driven by the engine of accelerating automation. But what if instead of automation challenging our fragile status quo, we view it as the solution that can free us from the shackles of the Work Crisis?
The Way Out
In order to undertake this paradigm shift, we need to consider what society could potentially look like, as well as the problems associated with making this change. In the context of these crises, our primary aim should be for a system where people are not obligated to work to generate the means to survive. This removal of work should not threaten access to food, water, shelter, education, healthcare, energy, or human value. In our current system, work is the gatekeeper to these essentials: one can only access these (and even then often in a limited form), if one has a “job” that affords them.
Changing this system is thus a monumental task. This comes with two primary challenges: providing people without jobs with financial security, and ensuring they maintain a sense of their human value and worth. There are several measures that could be implemented to help meet these challenges, each with important steps for society to consider.
Universal basic income (UBI)
UBI is rapidly gaining support, and it would allow people to become shareholders in the fruits of automation, which would then be distributed more broadly.
UBI trials have been conducted in various countries around the world, including Finland, Kenya, and Spain. The findings have generally been positive on the health and well-being of the participants, and showed no evidence that UBI disincentivizes work, a common concern among the idea’s critics. The most recent popular voice for UBI has been that of former US presidential candidate Andrew Yang, who now runs a non-profit called Humanity Forward.
UBI could also remove wasteful bureaucracy in administering welfare payments (since everyone receives the same amount, there’s no need to prevent false claims), and promote the pursuit of projects aligned with peoples’ skill sets and passions, as well as quantifying the value of tasks not recognized by economic measures like Gross Domestic Product (GDP). This includes looking after children and the elderly at home.
How a UBI can be initiated with political will and social backing and paid for by governments has been hotly debated by economists and UBI enthusiasts. Variables like how much the UBI payments should be, whether to implement taxes such as Yang’s proposed valued added tax (VAT), whether to replace existing welfare payments, the impact on inflation, and the impact on “jobs” from people who would otherwise look for work require additional discussion. However, some have predicted the inevitability of UBI as a result of automation.
Universal healthcare
Another major component of any society is the healthcare of its citizens. A move away from work would further require the implementation of a universal healthcare system to decouple healthcare from jobs. Currently in the US, and indeed many other economies, healthcare is tied to employment.
Universal healthcare such as Medicare in Australia is evidence for the adage “prevention is better than cure,” when comparing the cost of healthcare in the US with Australia on a per capita basis. This has already presented itself as an advancement in the way healthcare is considered. There are further benefits of a healthier population, including less time and money spent on “sick-care.” Healthy people are more likely and more able to achieve their full potential.
Reshape the economy away from work-based value
One of the greatest challenges in a departure from work is for people to find value elsewhere in life. Many people view their identities as being inextricably tied to their jobs, and life without a job is therefore a threat to one’s sense of existence. This presents a shift that must be made at both a societal and personal level.
A person can only seek alternate value in life when afforded the time to do so. To this end, we need to start reducing “work-for-a-living” hours towards zero, which is a trend we are already seeing in Europe. This should not come at the cost of reducing wages pro rata, but rather could be complemented by UBI or additional schemes where people receive dividends for work done by automation. This transition makes even more sense when coupled with the idea of deviating from using GDP as a measure of societal growth, and instead adopting a well-being index based on universal human values like health, community, happiness, and peace.
The crux of this issue is in transitioning away from the view that work gives life meaning and life is about using work to survive, towards a view of living a life that itself is fulfilling and meaningful. This speaks directly to notions from Maslow’s hierarchy of needs, where work largely addresses psychological and safety needs such as shelter, food, and financial well-being. More people should have a chance to grow beyond the most basic needs and engage in self-actualization and transcendence.
The question is largely around what would provide people with a sense of value, and the answers would differ as much as people do; self-mastery, building relationships and contributing to community growth, fostering creativity, and even engaging in the enjoyable aspects of existing jobs could all come into play.
Universal education
With a move towards a society that promotes the values of living a good life, the education system would have to evolve as well. Researchers have long argued for a more nimble education system, but universities and even most online courses currently exist for the dominant purpose of ensuring people are adequately skilled to contribute to the economy. These “job factories” only exacerbate the Work Crisis. In fact, the response often given by educational institutions to the challenge posed by automation is to find new ways of upskilling students, such as ensuring they are all able to code. As alluded to earlier, this is a limited and unimaginative solution to the problem we are facing.
Instead, education should be centered on helping people acknowledge the current crisis of work and automation, teach them how to derive value that is decoupled from work, and enable people to embrace progress as we transition to the new economy.
Disrupting the Status Quo
While we seldom stop to think about it, much of the suffering faced by humanity is brought about by the systemic foe that is the Work Crisis. The way we think about work has brought society far and enabled tremendous developments, but at the same time it has failed many people. Now the status quo is threatened by those very developments as we progress to an era where machines are likely to take over many job functions.
This impending paradigm shift could be a threat to the stability of our fragile system, but only if it is not fully anticipated. If we prepare for it appropriately, it could instead be the key not just to our survival, but to a better future for all.
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Posted in Human Robots
#437276 Cars Will Soon Be Able to Sense and ...
Imagine you’re on your daily commute to work, driving along a crowded highway while trying to resist looking at your phone. You’re already a little stressed out because you didn’t sleep well, woke up late, and have an important meeting in a couple hours, but you just don’t feel like your best self.
Suddenly another car cuts you off, coming way too close to your front bumper as it changes lanes. Your already-simmering emotions leap into overdrive, and you lay on the horn and shout curses no one can hear.
Except someone—or, rather, something—can hear: your car. Hearing your angry words, aggressive tone, and raised voice, and seeing your furrowed brow, the onboard computer goes into “soothe” mode, as it’s been programmed to do when it detects that you’re angry. It plays relaxing music at just the right volume, releases a puff of light lavender-scented essential oil, and maybe even says some meditative quotes to calm you down.
What do you think—creepy? Helpful? Awesome? Weird? Would you actually calm down, or get even more angry that a car is telling you what to do?
Scenarios like this (maybe without the lavender oil part) may not be imaginary for much longer, especially if companies working to integrate emotion-reading artificial intelligence into new cars have their way. And it wouldn’t just be a matter of your car soothing you when you’re upset—depending what sort of regulations are enacted, the car’s sensors, camera, and microphone could collect all kinds of data about you and sell it to third parties.
Computers and Feelings
Just as AI systems can be trained to tell the difference between a picture of a dog and one of a cat, they can learn to differentiate between an angry tone of voice or facial expression and a happy one. In fact, there’s a whole branch of machine intelligence devoted to creating systems that can recognize and react to human emotions; it’s called affective computing.
Emotion-reading AIs learn what different emotions look and sound like from large sets of labeled data; “smile = happy,” “tears = sad,” “shouting = angry,” and so on. The most sophisticated systems can likely even pick up on the micro-expressions that flash across our faces before we consciously have a chance to control them, as detailed by Daniel Goleman in his groundbreaking book Emotional Intelligence.
Affective computing company Affectiva, a spinoff from MIT Media Lab, says its algorithms are trained on 5,313,751 face videos (videos of people’s faces as they do an activity, have a conversation, or react to stimuli) representing about 2 billion facial frames. Fascinatingly, Affectiva claims its software can even account for cultural differences in emotional expression (for example, it’s more normalized in Western cultures to be very emotionally expressive, whereas Asian cultures tend to favor stoicism and politeness), as well as gender differences.
But Why?
As reported in Motherboard, companies like Affectiva, Cerence, Xperi, and Eyeris have plans in the works to partner with automakers and install emotion-reading AI systems in new cars. Regulations passed last year in Europe and a bill just introduced this month in the US senate are helping make the idea of “driver monitoring” less weird, mainly by emphasizing the safety benefits of preemptive warning systems for tired or distracted drivers (remember that part in the beginning about sneaking glances at your phone? Yeah, that).
Drowsiness and distraction can’t really be called emotions, though—so why are they being lumped under an umbrella that has a lot of other implications, including what many may consider an eerily Big Brother-esque violation of privacy?
Our emotions, in fact, are among the most private things about us, since we are the only ones who know their true nature. We’ve developed the ability to hide and disguise our emotions, and this can be a useful skill at work, in relationships, and in scenarios that require negotiation or putting on a game face.
And I don’t know about you, but I’ve had more than one good cry in my car. It’s kind of the perfect place for it; private, secluded, soundproof.
Putting systems into cars that can recognize and collect data about our emotions under the guise of preventing accidents due to the state of mind of being distracted or the physical state of being sleepy, then, seems a bit like a bait and switch.
A Highway to Privacy Invasion?
European regulations will help keep driver data from being used for any purpose other than ensuring a safer ride. But the US is lagging behind on the privacy front, with car companies largely free from any enforceable laws that would keep them from using driver data as they please.
Affectiva lists the following as use cases for occupant monitoring in cars: personalizing content recommendations, providing alternate route recommendations, adapting environmental conditions like lighting and heating, and understanding user frustration with virtual assistants and designing those assistants to be emotion-aware so that they’re less frustrating.
Our phones already do the first two (though, granted, we’re not supposed to look at them while we drive—but most cars now let you use bluetooth to display your phone’s content on the dashboard), and the third is simply a matter of reaching a hand out to turn a dial or press a button. The last seems like a solution for a problem that wouldn’t exist without said… solution.
Despite how unnecessary and unsettling it may seem, though, emotion-reading AI isn’t going away, in cars or other products and services where it might provide value.
Besides automotive AI, Affectiva also makes software for clients in the advertising space. With consent, the built-in camera on users’ laptops records them while they watch ads, gauging their emotional response, what kind of marketing is most likely to engage them, and how likely they are to buy a given product. Emotion-recognition tech is also being used or considered for use in mental health applications, call centers, fraud monitoring, and education, among others.
In a 2015 TED talk, Affectiva co-founder Rana El-Kaliouby told her audience that we’re living in a world increasingly devoid of emotion, and her goal was to bring emotions back into our digital experiences. Soon they’ll be in our cars, too; whether the benefits will outweigh the costs remains to be seen.
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Posted in Human Robots